Group Activity:

Recruitment and Selection

SUBMITTED TO:
Prof. Rashmi Sharma
SUBMITTED BY:
SUWARN SHEKHAR
TANISH NAGPAL
TULIKA GUPTA
TUSHAR GOYAL
VAIBHAV BANSAL
VAIBHAV JAIN
(Section-B)
Company Name: Microsoft Inc.
Job Profile: Software Engineer

Recruitment Sources
 Microsoft Careers website: Microsoft has a dedicated website for careers where job seekers
can search for open positions and apply directly through the site.

 Employee referrals: Microsoft encourages its current employees to refer talented individuals
for open positions. Referrals are typically given priority during the hiring process.

 Campus recruitment: Microsoft frequently visits college campuses to recruit new talent. This
involves attending job fairs, conducting interviews, and giving presentations to students.

 LinkedIn: Microsoft uses LinkedIn to source potential candidates for open positions. The
company has a strong presence on LinkedIn, and actively engages with professionals in the
tech industry.

 Tech conferences and events: Microsoft often sponsors and participates in tech conferences
and events, where it can network with potential candidates.

 Third-party recruiting firms: Microsoft also works with third-party recruiting firms to identify
and attract talent. These firms help Microsoft find passive candidates who may not be
actively looking for new job opportunities.
EXTERNAL ADVERTISEMENT
SELECTION CRITERIA
Microsoft has a selection process for software engineers to ensure that it hires the best and most
talented individuals. Here are some of the criteria that Microsoft looks for when selecting software
engineers:

 Education: Candidates should have a bachelor's or master's degree in Computer Science,

Software Engineering or a related field.

 Experience: Microsoft typically requires candidates to have at least 3 years of experience in

software development. Candidates with more experience are also welcomed.

 Technical skills: Candidates should be proficient in one or more programming languages,

such as C++, C#, Java, Python or others.

 Problem-solving abilities: Microsoft looks for candidates who are able to analyze complex
problems and develop creative solutions.

 Communication and teamwork: Candidates should have strong communication and

collaboration skills to work with cross-functional teams and stakeholders.

 Passion for technology: Microsoft seeks candidates who are passionate about technology
and who are motivated to learn and stay up-to-date with the latest trends and developments
in the industry.

 Cultural fit: Microsoft values diversity and inclusivity and looks for candidates who share its
core values and culture.

TESTS ADMINISTERED DURING SELECTION PROCESS

Software engineering candidates asked to take one or more of the following tests during the
selection process:

 Technical coding tests: These tests are designed to evaluate a candidate's coding skills and
ability to solve technical problems. They involve writing code in a specific programming
language or solving coding challenges.

 System design tests: These tests assess a candidate's ability to design software systems,
including their understanding of system architecture, scalability, and performance.

 Algorithmic tests: These tests assess a candidate's knowledge of algorithms, data structures,
and computational complexity.

 Behavioral tests: These tests evaluate a candidate's interpersonal skills, such as their ability
to work collaboratively, communicate effectively, and manage conflicts.
TYPES OF INTERVIEWS
 Resume review: The hiring team reviews the candidate's resume to evaluate their skills,
qualifications, and experience.

 Online Assessment: The candidate may be required to take an online assessment that tests
their programming skills and knowledge. The test may include questions related to
algorithms, data structures, and coding.

 Technical Interview: The candidate may have to participate in one or more technical
interviews where they will be asked to solve coding problems and discuss their technical
background, experience, and knowledge.

 Behavioral Interview: The candidate may also participate in a behavioral interview, where
they will be asked questions to assess their ability to work in a team, communicate
effectively, and solve problems.

 On-site Interview: The candidate may be invited for an on-site interview, where they will
meet with the hiring team, managers, and other stakeholders. The interview may include
technical, behavioral, and culture fit questions.

Behavioral tests Questions

 How do you approach problem-solving when faced with a difficult coding challenge?
 Can you describe a time when you had to work collaboratively with a team to complete a
project? How did you contribute to the team's success?
 How do you handle conflicting priorities or tight deadlines when working on multiple
projects at the same time?
 Can you describe a time when you had to take ownership of a project or task and ensure its
successful completion? How did you approach this responsibility?
 How do you handle feedback or criticism on your code or work? Can you give an example of
a time when you received feedback and how you incorporated it into your work?

On-site Interview Questions

 What improvements can you make in our current software development process?
 How do you stay up to date with the latest technologies and industry trends?
 Can you tell about a time when you faced a complex technical challenge and how you
manage it?
 Can you tell us about a project you worked on and what challenges did you faced?
 How do you ensure the quality of code and prevent bugs and errors?